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Executive Summary

The objective of the study is to analyze the actual recruitment process in

CONNEXION TECHNOLOGIES CONSULTANT LIMITED and to evaluate how far

this process confirm to the purposes underlying the operational aspects of the

industry. How far the process is accepted by it? The study on recruitment highlights

the need of recruitment in CONNEXION TECHNOLOGIES CONSULTANT

LIMITED.

Human resource is a most valuable asset in the Organization. Profitability of the

Organization depends on its utilization. If their utilization is done properly

Organization will make profit otherwise it will make loss. If a good dancer

appointed as a Chief Executive Officer of a Company, he may not run the

business. So right man should be procured at right place in right time, otherwise

their proper utilization may not be done. To procure right man at right place in

right time, some information regarding job and job doer is highly essential. These

information are obtained through Job Analysis, Job Descriptions, Job Specifications.

CONNEXION TECHNOLOGIES CONSULTANT LIMITED procure manpower in a

very scientific manner . It gets information by use of these important documents

like Job Analysis, Job Descriptions and Job Specifications. Without these

recruitment may be unsuccessful.


INTRODUCTION
INTRODUCTION

Recruitment is the process is seeking out and attempting to attract individuals in external

labor markets, who are capable of and interested in filling available job

Vacancies .Recruitment is an intermediate activity whoseprimary function is to serve as a

link between human resource planning on the one hand and selection on the other.

OBJECTIVE OF THE STUDY

In CONNEXION TECHNOLOGIES CONSULTANT LIMITED the recruitment

policy spells out the objective and provides a framework for implementation of

the recruitment programmer in the form of procedures. The company involves a

commitment to broad principles such as filling vacancies with best qualified

individuals.

The recruitment policy in a company may embrace spell issue such as the extent

of promotion from within, attitudes of enterprise in recruiting old, handicapped and


minor individuals, minority group members, parttime employees and relatives of

present employees.

In a company CONNEXION TECHNOLOGIES CONSULTANT LIMITED, there

usually a staff unit attached with personnel or an industrial relations department

designated as employment or recruitment office. This specialization Of recruitment

enables staff personnel to become highly skilled in recruitment techniques and

their evaluation.

However, recruitment remains the line responsibility as far as the personnel

requisition forms are originated by the personnel, who has the final words in the

acceptance or rejection of a particular applicant. Despite this the staff personnel

have adequate freedom in respect of sources of manpower to be tapped and the

procedure to be followed for this purpose

SCOPE AND IMPORTANCE OF THE STUDY

SCOPE

1. To structure the Recruitment policy of CONNEXION TECHNOLOGIES

CONSULTANT LIMITED for different categories of employees.

2. To analyze the recruitment policy of the organization.


3. To compare the Recruitment policy with general policy.

4. To provide a systematic recruitment process.

5. It extends to the whole Organization. It covers corporate office, sites and works

appointments all over India.

6. It covers workers, Clerical Staff, Officers, Jr. Management, Middle Management and

Senior Management cadres.

IMPORTANCE

Without focusing the pattern of management, organization philosophy highlights on

achieving a surely where all citizens (employees) can lead a richer and fuller life.

Every organisation, therefore, strikes for greater productivity, elimination of wastes,

lower costs and higher wages, so the industry needs a stable and energetic labours

force that can boast of production by increased productivity. To achieve these

objectives a good recruitment & selection process is essential. By which industry

strikes right number of persons and right kind of persons at the right time and at

right places through and the planning period without hampering productivity.
DATA COLLECTION

A sample size of 20 employees are studied for this purpose. Employees of different

unit where randomly administrated the questionnaire.

DATA ANNAYSIS

The analysis of data was done on the basis of unit, age and number of years of

experience and factors.

Analysis was done using the simple average method so that, finding of the survey

was easily comprehensible by all.

SOURCES OF DATA COLLECTION:

The primary as well as the secondary sources was used for collection of data. In

primary source of data collection the interview schedule and questionnaire and

opinion survey were used and in secondary source of data collection relevant

records, books, diary and magazines were used. Thus the source of data collection

were as follows:

PRIMARY SECONDARY

1. Interview schedule 1. Diary

2. Questionnaire 2. Books

3. Opinion Survey 3. Magazines

4. Other records
I have used structural interview schedule, questionnaire and opinion survey for

collection of data from primary source. Interview schedules were used for workers

clerical , category and questionnaires were used for supervisory and executive cadre

and opinion survey was used to know the technology, perceptions, thoughts and

reactions of the executives, employees/workers and trade union members of the

organization.

I have used the secondary source like diary, books, magazines and other relevant

records for collection of data to know about the industry as well as the

respondent.

DATA TYPE

Primary as well as secondary data was collected.

RESEARCH APPROACH

Conducting a field survey did a subjective assessment of the qualitative data. The

research method used was that of questionnaire & interview for primary data &

an extensive literature survey for secondary data.

RESEARCH INSTRUMENT
The questionnaire was used as the primary instrument for the collection of primary

data which contained open-ended questions to chance response. In addition the

personal interview method was employed to draw out answers to subjective

questions, which could not be adequately answered through the use of

questionnaire.

Preparing the questionnaire

The first task in the process of measuring the level of recruitment of the

candidates in CONNEXION TECHNOLOGIES CONSULTANT LIMITED was to

prepare questionnaire. For this purpose a number of questionnaire we studied and

finally a questionnaire where framed.

The questions where grouped under five categories:

1. Company related

2. Environment related

3. Supervision related

4. Growth related

5. Job related

The questionnaire are also ask the employees for the demographic details

regarding:
6. Age

7. Number of years of experience

8. Unit

9. Department

10. Grade

Questionnaire

consist of the following things:

• Which focused on the employee awareness levels regarding benefits

provided which & outside the organization & assessing his overall

satisfaction level. This prepared ground for further enquiry & enabled

better analysis of the questions, which followed.

• Which focused on specific policies & judged them from different aspects

making the questionnaire in–depth & specific.

• Which consisted of open-ended question, inviting views & suggestions

from the respondents.

INTER

VIEW

Interviews lead to a better insight to subjective & open questions almost all

interviewees responded.

SAMPLE UNIT
The sample unit consisted of all the departments of CONNEXION

TECHNOLOGIES CONSULTANT LIMITED.

SAMPLE FRAME

Consisted of a comprehensive list of all the employees of CONNEXION

TECHNOLOGIES CONSULTANT LIMITED.

SAMPLE SIZE

Sample size=20 out of universe of 500.

SAMPLE DESIGN

Care was taken to choose the sample based on considerations like age, sex &

work experience of respondents thus enabling better representations of the

heterogeneous population. However, the sample design was that of “convenience

sampling” or “haphazard sampling” only. The time consideration & size of

population were major factors in determining choice of sample design.


.

REVIEW OF LITERATURE
TO RECRUIT MEANS TO ENLIST, REPLENISH OR REINFORCE.

Recruitment begins by specifying the human resource requirements, initiating activities

and actions to identify the possible sources from where they can be met, communicating

the information about the jobs, term and conditions, and prospectus they offer, and

enthusiast people who meet the requirement to respond to the initiation by applying for

the jobs.

AIM

The aim of recruitment is the information obtained from job description and job

specification along with precise staffing standards from the basis for determinig

manpower requirement to attain the organizational objective.

RECRUITMENT NEEDS ARE OF THREE TYPES:

1 Planned, anticipated and unexpected planned need arise from changes, in

organization and retirement policy.

2 Resignations, deaths and accidents and illness give rise to unexpected needs.

3 Anticipated needs refer to those movements in personnel which an organization

can predict by studying trends in the internal and external requirements.


FEATURES OF RECRUITMENT:

1 Process or series of activities rather than a single act or event.

2 A linking activity as it brings together those with the jobs(employer) and those

seeking jobs(prospective employees).

INTERNAL SOURCE OF RECRUITMENT

Internal Transfer/Promotion with necessary screening, training and selection to meet

the specified requirement. It would be desirable to utilize the internal sources before

going outside to attract the candidates. The two categories of internal sources

including a review of the present employees and nomination of the candidates by

employees.
MERITS AND DEMERITS OF INTERNAL RECRUITMENT.

Merits.

Following are the merits of the internal source of recruitment;

1. Increase in Morale

Recruitment through the internal sources, particularly promotion,

increases the morale of the employee. Every body in the organization know that they can

be promoted to a higher post, their morale will be boosted and their work efficiency will

increase.

2. Better Selection

The people working in the enterprise are known by the management and for selection

higher post does not carry any risk as the employees are known.

3. Economical Internal

Internal sources is highly economical because no expenditure is involved in locating the

source of recruitment and no time is wasted in the long process of selection. More over,

these employees do not need extensive training because they already know about all the

works of the enterprise.

4. Labor- turnover is Reduced


When the employees know that they can be promoted to higher posts, they do not leave

the enterprise. As a result of this policy labour turnover is reduced and the status of the

company increases.

5. Better Labour-Management Relation

When the internal source of recruitment is used the employees remains satisfied which

leads to the establishment of better labour-management relationship.

Demerits

The internal source of recruitment of employees suffer from the following demerits:

1. Check on Young Blood

The defect of the internal source of recruitment is that the young people fully equipped

with the modern technical knowledge remain excluded

from the entry in enterprise. As a result, the old people run the enterprise with the old

ideas and experience.

2.Limited choice.

The internal recruitment of the employees reduces the area of choice. The reduction in

the area of choice means less number of applicants. The choice is to be made out of

people working in the enterprise.

3.Encourages Favoritism.
Internal source encourages favoritism in this system, the superiors usually select their

favorites. Sometimes even a less capable person is selected which harms the enterprise.

In this system , generally the personal impression of the managers about the employee is

given preference for selection.

EXTERNAL SOURCES OF RECRUITMENT

An external source of Recruitment is considered from the combination of consultant and

Advertisement

Merits and Demerits of External Recruitment

Merits.

The external recruitment has the following merits:

1.Entry of young blood.

Recruitment through external source brings in new persons with modern ideas which can

be profitable for the organization.

2.Wide choice.
The use of external source of recruitment increases the number of candidates and widen

the choice. The managers judge the capabilities of the applicants and select the best ones

for appointment.

3.Less Chances of Favouritism.

All the candidates, under this system of recruitment, are new for the managers and this

exclude the possibility of favouratism.

Demerits.

In spite of many merits, the system of recruitment from external sources is not free from

defects. Its chief demerits are:

1.Decrease in Morale of Existing Employees.

By adopting the system of external recruitment the chances of promotion of the present

employees come to an end. Since there is no hope of any promotion the morale of the

employee decreases and they do not perform their work with dedication.

2.Chances of Wrong Selection.

There are chances of wrong selection due to non-availability of information in case of

external recruitment. If the wrong selection will upset the working condition of the

organization.

3.Costly Source.
The external source of recruitment involves expensive advertisement, long selection

process and training after selection which increases organizational expenditure.

4.Increase in Labour-turnover.

When the employees know that they cannot be appointed on high posts in the enterprise,

they leave the organization at the first available opportunity, and as a result an increase in

the labour-turnover which lowers the prestige or the reputation of the enterprise.

5.Detorioration in Labour-Management Relationship.

Making use of the external source of recruitment affects the present employees and there

is an increase in the incidents of strikes and lock-out.

OBJECTIVES OF RECRUITMENT

• To attract people with multidimensional skills and experiences that suit the

present and future organizational strategies.

• To induct outsiders with a new perspective to lead the company.

• To infuse fresh blood at all levels of the organization.

• To develop an organizational culture that attracts competent people to the

company.

• To search or head hunt/head pouch people whose skills fit the company’s Values.
• To devise methodologies for assessing psychological traits.

• To seek out Non Conventional development grounds of talent.

• To search for talent globally and not just within the company.

• To design entry pay that competes on quality but not on quantum.

• To anticipate & find people for positions that do not exist yet.

Steps on Recruitment Process

The recruitment process consist of the following steps:

• Generally begins when the personnel department receives requisitions for

recruitment from any department of the company the personnel requisitions

contains detail about the positions to be filled. number of persons to be recruited,

required from the candidate, terms and conditions of employment and at the time

by which the persons should be available appointment etc.

• Locating and developing the sources of required number and type of employees.

• Identifying the prospective employees with required characteristics.

• Communicating the information about the organization, the job and the terms and

conditions of service.

• Encouraging the identified candidates to apply for jobs in the organization.

Evaluating the effectiveness of recruitment process.


CONCEPTUAL FRAME WORK OF

RECRUITMENT PROCESS

Human resource Management classically pertains to planning; recruitment, selection,

placement, induction, compensation, maintenance, development, welfare etc. of Human

Resources of any organisation to enable the organization to meet its objective while also

enabling the human resources to attain their individual goals.

As is evident from the definition of the concept the entire theme revolves centrally

around human resource and its role in enabling simultaneous satisfaction of individual

and organizational goals.

The immediate conclusion that follows from this is that the prime movers of the

organisation are the individuals. The process of bringing employees into the folds of

organisation is termed as recruitment and can be unambiguously treated as the central

pillar for foundation stone of the entire concept of human resource management.

It is easy to see why recruitment has accorded such a high position out of the various

facets of human resource management. The reason is simply that unless one has human
resource in the organisation whom will the human resource managers manage or whose

energy will they channalise productively and usefully.

Keeping this idea into mind this Projects is an attempt to study various options that are

available both theoretically as well as practically for an organisation to launch itself into

the task of recruitment.

METHODS AND TECHNIQUES OF RECRUITMENT


In a company recruitment sources indicates where human resources may be procured, the

recruitment methods and techniques deal with how these resources should be tapped. As

soon as the manpower manager has determined the personal qualities required on the part

of an individual to fill an vacant position and visualized the possible sources of

candidates with these qualities, his next step relates to making contact with such

candidates. There are commonly three methods of recruitment which company follows:

1.DIRECT METHOD

2. INDIRECT METHOD

3.THIRD PARTY METHOD


COMPANYT PROFILE

Applications Development/
Enhancements
Connexion offers fixed price web, client-server and wireless applications
development and enhancements. We follow industry standard methodologies
spanning the entire software life cycle, from strategy and requirements
through implementation, post go-live support and user productivity
trainings. Applications Integration Connexion offers services to help
companies integrate their business processes across disparate internal and
external systems. Connexion’s services include Integration feasibility,
product evaluation, architecture and design, customization, deployment,
testing and business process management.
Applications Management Connexion provides service level based ongoing
maintenance, including on-call support, emergency response, production,
user support and break/fix services. Migration/Upgrade Minimize the
challenges and risks that technology changes present. Connexion can
perform your database migrations, reengineer applications, or port
them to a new environment.Testing Connexion’s dedicated testing practice
implements robust, flexible test frameworks that increase the power and
effectiveness of the overall testing lifecycle. Our approach provides the edge
for successful management of a full range of testing engagements.
Mission
Connexion’s mission is to help its clients leverage the real
advantages of e-business.

Services Connexion’s portfolio of services includes Consulting and


Outsourcing services. Consulting Services cover Oracle
Applications, Technology Advisory and BI & Analytics.
Outsourcing services cover application development,
management and integration on Oracle, Java, Microsoft and
Mobile platforms.
Technologies Client/Server, Web, Wireless

Founded Founded in 2006 at Hyderabad, India.

Methodologies Connexion follows ISO, PMP, Prince2 and AIM (Oracle)

Methodologies :Development Centers Hyderabad and Bangalore


Headquarter Hyderabad

Centers of Excellence Connexion has Centers focused on Oracle Apps,


SOA,Testing and many other areas.
Differentiator Connexion is a value partner focused at creating valuethrough
elements which the industry does not offer and
provide cost savings by removing the non-value add
elements. This is achieved by creating offerings for each
customer rather than giving off-the-shelf standard
packages.
DATA ANALYSIS
AND
INTERPRETATION
CANDIDATES WILLINGNESS TO JOIN THE COMPANY

Chart Showing Employees Willingness to Join


the Company

17%
23%

5%

28%
11%

16%

Reputation of the Company Working Environment Salary Package


Job Prospect Location of the Company Career Growth Opportunity
From the chart it can be understood that most of the employees are inspired by the

working environment of the company which resembles the personal traits of the Indians. I

can also see that matters much followed reputation of the company and salary package

which comprised 11% and 16% respectively. Job prospect plays a minor role in the

minds of a candidate who had already joined the company. Location of the company

(which comprised 5% of the sample size) where majority of the employees are qualified

with technical who in most of the cases dare to bother it.


MOST RELIABLE TYPE OF INTERVIEW IS

Chart Showing the Reliable Type of Interview is

7%

36%

36%

21%

Behavioral Situational Structured Stress


I tried to find out the most reliable type of interview according the employee.

They expressed different view. According to the sample employees. I found that

behavioral interview is most reliable and this view was supported by 36% of the

sample employees. Similar support was begged by the situational interview, while

26% structured interview and only 7% favoured stress interview. Corresponding to

this data I have drawn a pie chart above: -

In CONNEXION TECHNOLOGIES CONSULTANT LIMITED all the applications

received in each branch/function (HR or Finance) will be separately

arranged in descending order of merit i.e. based on a percentage of

aggregate marks of all the years/ semesters of professional course and

only the required number (according to the ratios mentioned) starting

from the top will be called for written test in each discipline of

Engineering/Function (HR or Finance). In case of a tie at cut-off marks,

all the candidates scoring cut-off marks will be called for written test.

The Written Test papers will be objective type in nature and will be in

Hindi & English. Based on merit and requirement, the short-listed

candidates will have to appear for Psychometric Test and/or Behavioral

Assessment Interview followed by Personal Interview. Candidates will be

invited for Psychometric Test and/or Behavioral Assessment Interview

followed by personal interview, in order of merit on the basis of Written

Test performance. In case of a tie at cut-off marks, all the candidates

scoring cut-off marks will be called for interview.


The candidates are advised to ensure while applying that they fulfill the eligibility

criteria and other requirements mentioned in this advertisement and that the

particulars furnished by them are correct in all respects. In case it is detected at

any stage of recruitment process that the candidate does not fulfill the eligibility

criteria and/or does not comply with other requirements of this advertisement and/ or

he/she has furnished any incorrect/ false information or has suppressed any material

fact(s), his/her candidature is liable to be rejected. If any of the above shortcomings

is/are detected, even after appointment, his/her services are liable to be terminated

without any no

BEST WAY TO RECRUIT PEOPLE


Chart Showing the Best way to Recruit People is

15%

40%

20%

25%

Advertisement Walk-ins Variable Search Firms

The employees at CONNEXION TECHNOLOGIES CONSULTANT LIMITED

expressed their varied views about the best way, according to them, to recruit

people. The employees in CONNEXION TECHNOLOGIES CONSULTANT


LIMITED bear an opinion (about 40% of the sample) that advertisement is the best

way to recruit people. While to 25% of the sample employees feel that walk-ins is

best way while 20% feel that variable ways are the best. Others feel that

recruiting people from search firms in a best way. Corresponding to this data I

have drawn a pie chart above:

The aim of advertising is to make people aware that a vacancy exists and to

persuade them to apply for the position. Advertising helps to define exactly the

need of the company, and what separates it from its competitors. Often the people

you want to attract are not openly looking for a new job, so you need to think of

ways to sell the attributes of the company, e.g. what makes It unique, its culture,

values, philosophy and so on.

Good advertising highlights the assets of the position and appeals to the career

needs and concerns of the desired applicants. It is worth making your

advertisement effective and attractive, as there is a high correlation between

advertisements with accurate and complete information and recruitment suc

RESPONSE GIVEN BY THE STAFF ABOUT THEIR


QUERY
Chart Showing Employees Satisfied with the
Response given by the Staff about Query

6%

Yes
No

94%

My survey clearly concludes that response of the company to any query made by the

employees was absolutely good since 94% of my survey favors to this. 6% ratio of
unsatisfied can also be further reduced if communication system is further improved.

Corresponding to this data I have drawn a pie chart

I hereby submit my suggestion that every query by any employee should be seriously

considered and it should be dealt in depth and if at any particular time of query if proper

reply/material is not available, even than the answer must be given at a later stage after

getting full information from the source available and the answer should not be kept in

abeyance.

HOW CANDIDATES ARE RECRUITED IN THE


COMPANY?
There are various ways of recruiting candidates in the company as depicted in
the chart below: -

Chart Showing Employees Recruitment Process

6%

6%

9%
85%

3%

Written Exam. Written Exam & Interview Written Exam, G.D. & Interview Others

From the chart it is quiet clear that the company adopts various processes for recruiting

the right candidate. Actual recruitment procedure followed by the company is by

conducting written examination followed by interview which comprised 85% of my


sample survey of 36 employees. But still some candidates are also chosen through written

exam, GD& interview comprising only 6% and others comprising only 3%. These

‘others’ include the reference of the existing employees within the organization itself.

Eligible candidates will be invited for objective type written test at their own

expense. In Other words all the applications received in each branch/function (HR

or Finance) will be separately arranged in descending order of merit i.e. based on a

percentage of aggregate marks of all the years/ semesters of professional course

and only the required number (according to the ratios mentioned) starting from the

top will be called for written test in each discipline of Engineering/Function (HR or

Finance). In case of a tie at cut-off marks, all the candidates scoring cut-off marks

will be called for written test. The Written Test papers will be objective type in

nature and will be in Hindi & English.

WRITTEN TEST CENTRES

The Written Test will be conducted at following eight centers:

1. Bhopal 2. Chennai 3. Delhi 4. Hyderabad 5. Kolkata 6. Mumbai 7. Silchar 8.

Varanasi Candidates have to choose one of these cities as Test Centre and no

change will be allowed subsequently .CONNEXION TECHNOLOGIES

CONSULTANT LIMITED reserves the right to change or delete any of the above

mentioned test centers at its discretion.


JOB SPECIFICATION OF THE EMPLOYEES

Chart Showing Job Specification of the


Response of the Employees

3%

Yes
No

97%
Almost all the candidates got the specified jobs offered to them. This implies that the

company has the organized manpower planning and well organized recruitment policy as

shown in the following chart: -

From the chart above it crystal clear that the candidates get exactly the same job as

specified. So from the company’s perspective it is a good sign for the overall growth &

development. Still some employees who comprised only 2.33% of my sample study.
THE ATTITUDE OF H.R. MANAGER

Chart Showing what employees feel about the Attitude of


H.R. Manager

13%

Good
Very Good
Excellent
30%
57%
The chart below depicts that most of the employees are doing service as per my survey of

20 employees. Most of the employees are satisfied with the attitude of H.R. Manager.

13% says Good attitude, 30% says Very Good and 45% says the attitude of H.R.

Manager is excellent.

Corresponding to this data I have drawn a pie chart

From the chart it is crystal clear that the attitude & working of H.R. Manager is whole

heartedly accepted to all the employees of the company. This will definitely boost the

morale of the employees, which ultimately will increase efficiency, & working of the

employees resulting in better growth of the company. Thus by every means company is

profitable. Moreover such behavior of H.R. Manager can become the ideal of their

colleagues & subordinates.


Corresponding to this data I have drawn a pie chart below: -

Chart Showing the Primary Source of Information for Recruiting


People

25%

40%

15%

20%

Managerial Testing Recruiters Themselves Job Analysis


THE PRIMARY SOURCE OF INFORMATION FOR RECRUITING PEOPLE

SHOULD BE

According to the sample employee the primary source of recruiting people is Managerial.

However, Testing & Recruiters Themselves source are the second most favored source of

Recruiting people. Whenever the process of Recruitment is to be carried out. Managerial

source of Recruiting people should be heavily considered

Advertisement in publications and recruitment booklets and information sheets for

applicants were found to be the most frequently and the least frequently used method of

managerial recruitment.

Newspaper advertisement was found to be the most preferred technique, while

advertisement in the technical and professional journals was the least preferred technique

for managerial recruitment in CONNEXION TECHNOLOGIES CONSULTANT

LIMITED.
OPINION ABOUT CONNEXION TECHNOLOGIES CONSULTANT
LIMITED COMPANY ‘S APPLICATION BLANk

Chart Showing Opinion about BHEL Company's Applicatioon


Blank

10%

55% 35%

Good Very Good Excellent

The above chart depicts that the Application Blank of the company was up to the marks

as everyone has praised & liked it. All the information and present status of the candidate

is very thoroughly covered and it also acts as a ready reckner for the company. All the

information is gathered and define each and every thing very clearly about candidate who

are applying for the job .


FINDINGS

1. Under recruitment Procedures Requisition System is incorrect because the

replacement does not require fresh approval, unless it is in place of termination.

2. The data banks are not properly maintained.

3. The dead bio-data are never being destroyed.

4. Proper induction is not given to all the employees. It reserves to only a few levels.

5. Salary comparison is not justifies. Old employees are demoralized by getting less

surely then new employee.

6. Salary fixation has a halo effect .

7. Recruitment procedure is not fully computerized.

8. Manpower’s are recruited from private placement consultancy, who are demanding

high amount of fees, where as HRD Department is not fully utilised to recruit

manpower by advertisement.

9. Before recruitment cost benefit analysis is not done properly. It causes manpower

surplus which makes loss in the industry.

10. Manpower is recruited from reliable source however efficiency does not recognise.
RECOMMENDATION

1.Fresh requisition requires approval and not replacement.

1. The Data Banks should be computerised.

2. The dead CVs should be destroyed.

3. Each level of employee should be formally inducted and introduced to the

Departmental Head. If not all levels, at least Asst. Manager and above category of

employees.

4. Salary comparison should be seriously done to retain the old employees.

5. Proper salary structure to be structured to attract people and make it tax effective.

6. Cost benefit analysis should be alone before creating a position or recruitment of

manpower.

7. Recruitment process should be fully computerised.

8. External source should be given equal importance with internal source. By which new

brain will be inducted in the company with skill, talent, efficiency etc.

9. Manpower planning should be followed before recruiting.

10. Proper inquiry should be done regarding previous employment of a candidate before

recruitment to avoid industrial disputes.


BIBLIOGRAPHY

 Principles and practice of Management –by C.B. Gupta.

 Human Resource Development – by U.B. Singh

 Management of human Resource.

 Dynamic of personnel administration by M.N. Rudrabasavaraj.

 www.CONNEXION TECHNOLOGIES CONSULTANT LIMITED.com

 CONNEXION TECHNOLOGIES CONSULTANT LIMITED manual


QUESTIONNAIRE

1.Candidate willingness to join the company

o Reputation of the company


o Salary Package
o Working Environment
o Job Prospect
o Location of the Company
o Career growth opportunity

2.Most reliable type of interview

o Behavioral
o Situational
o Stress

3.Best way to recruit people

o Advertisement
o Walk-ins
o Search firms

4.Response given by the staff about their query

Agree/Disagree

5.How candidates are recruited in the company

o Written exam
o Written exam & Interview
o Written exam, G.D Interview

6.Job specification of the response of the employee


Yes/No

7.Attitude of H.R Manager

o Good
o Very good
o Excellent

8.The primary source of information for recruiting people should be

o Managerial
o Testing
o Recruiters themselves
o Job analysis

9.Opinion about CONNEXION TECHNOLOGIES CONSULTANT LIMITED


Company’s Application on Blank

o Good
o Very good
o Excellent

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